“I am because we are.”
But what happens when this becomes “I drain because you exist”?
Welcome to the Friction Zone: levels 1-4 on the Human Potential Meter.
It’s Not Always Intentional, But It’s Always Costly
The key insight about Friction Zone dynamics: most people here aren’t trying to create problems. They’re often good people whose Ubuntu connection has been disrupted, disconnected from their natural contribution, struggling against the current instead of flowing with it.
The Four Friction Patterns
Level 1 – The Hidden Saboteur: Actively harmful, undermining trust and team safety. This requires immediate intervention, it’s not a coaching situation, it’s a performance and culture issue.
Level 2 – The Emotional Rollercoaster: Unpredictable and unstable, creating confusion and demanding constant attention. They haven’t developed the emotional stability needed for consistent professional performance.
Level 3 – The Busy Ineffective Person: Always working, always busy, but somehow things don’t get done right or on time. They’re working hard but not smart, often avoiding core responsibilities.
Level 4 – The Quiet Rebel: Following instructions slowly and with obvious reluctance. They’re resistant to change or authority but express it passively rather than directly.
The Ubuntu Perspective
From an Ubuntu lens, Friction Zone dynamics tell us something crucial: these individuals have lost their sense of how their contribution connects to collective flourishing. They’re not aligned with their natural flow.
The cost to the team? Everyone else has to constantly adjust, compensate, and work around the friction. Energy that should fuel progress gets consumed managing dysfunction.
The Path Forward
Some Friction Zone situations require clear boundaries and direct action. Others can transform with honest feedback, targeted support, and role realignment.
The question Ubuntu teaches us to ask: “What would it look like for this person to contribute authentically to our collective success?”
Sometimes the answer is a different role. Sometimes it’s additional support. And sometimes, it’s honest recognition that this isn’t the right ecosystem for their natural contribution.
Still want to explore your team’s dynamics? Contact me and I’ll send you the Human Potential Meter poster.
Reflection: Have you ever been in the Friction Zone yourself? What helped you find your way back to natural contribution?
